Leaders think and talk about the solutions Followers Meaning Factcheck Usage

Context

In the book, this idea isn’t presented in a vacuum. It’s woven into a larger discussion about personal responsibility and influence. The context is about stepping into a leadership role in your own life, your career, your team—regardless of your official title. It’s about the language that builds that identity.

Usage Examples

Here’s how you can actually use this, like, tomorrow.

• In a Team Meeting: When someone says “Our project timeline is impossible,” a leader reframes: “What specific parts of the timeline are the tightest, and what resources would we need to hit them?” See the shift? You’re not ignoring the problem, you’re attacking it with a solution-oriented question.
• For a Manager Coaching an Employee: If a direct report comes to you with a list of issues, your first response can be: “I hear the challenges. Let’s brainstorm three potential ways we could start to address the biggest one.” You’re training them to make the same mental pivot.
• For Yourself: This is the big one. Catch yourself when you’re complaining. Just notice it. Then ask yourself one powerful question: “What’s one small thing I can do right now to make this better?” That single question changes everything.

This is gold for aspiring leaders, frustrated managers, and honestly anyone who feels stuck in a cycle of complaining.

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FAQ

Question: Does this mean leaders should just ignore problems and be overly positive?

Answer: Absolutely not. That’s a common misunderstanding. It’s not about ignoring the problem; it’s about not *dwelling* there. Acknowledge the problem, diagnose it quickly, and then pivot your energy to the solution. It’s the difference between a doctor who just describes your symptoms and one who prescribes a treatment.

Question: What if I’m not in a formal leadership position? Does this still apply?

Answer: It applies *especially* then. This is about influence, not authority. When you’re the person in a meeting who consistently moves the conversation toward solutions, people start to see you as a leader. You build a reputation as a problem-solver, and that’s how careers are made.

Question: How can I actually develop this habit? It sounds easier said than done.

Answer: Start small. It’s a muscle. For one week, make a pact with yourself that whenever you state a problem to a colleague, you will also suggest one possible next step or idea. Just one. It forces the mental shift. It feels awkward at first, but soon it becomes your new default.